EU Statement - ILO 355th GB - Identifying challenges and possible policy responses regarding the application of the principle of non-discrimination

ILO Governing Body, 355^th session 

17 – 27 November 2025

Identifying challenges and possible policy responses regarding the application of the principle of non-discrimination in the world of work

GB.355/POL/2

EU statement

Chair,

I speak on behalf of the European Union and its Member States.

The candidate countries North Macedonia, Montenegro, Serbia, Albania[1], Ukraine, Republic of Moldova, and the EFTA countries Iceland and Norway, align themselves with this statement.

1. The European Union and its Member States thank the Office for providing this GB document for our discussion. We appreciate that the paper sets out a broad approach centred on common challenges in making the world of work free from discrimination, and related policy responses for overcoming these challenges.

2. As recalled in para 1 of the paper, we reaffirm the ILO’s obligation to combat any form of discrimination on any grounds, rooted in the Philadelphia Declaration.  The paper necessarily recalls the centrality of the principle of non-discrimination to the ILO’s mandate. It further recalls that discrimination is a human rights violation and one of the root causes of inequalities, and has a significant social and economic cost. This aligns with the tripartite consensus that the ILO must address any form of discrimination in employment and occupation.

3. We welcome that the paper depicts evidence in all our regions of the positive economic and social effects of reducing inequalities, including by eliminating discrimination. Discrimination drives higher unemployment, lower wages, and GDP losses of up to 7%; OECD data show that greater acceptance of diverse groups boosts per capita GDP, thus underscoring different grounds of discrimination, including SOGI-based discrimination, as a driver of labour market inefficiencies.

4. We find it also positive that the Office provides a lot of data and findings on different grounds of discrimination, such as on gender equality, and would appreciate the Office sharing more examples of ILO’s technical assistance and impact hereof in the future. It is essential that multiple and intersecting forms of discrimination and its evolving occurrence are considered and addressed. 

5. In connection with that we acknowledge that the Office’s paper presents evidence for different grounds of discriminations. The Committee of Experts has been monitoring SOGI-based discrimination as additional grounds, since 1988 for sexual orientation and 2012 for gender identity. The paper also shows that as of 2023, 71 countries adopted legislation regarding this ground of discrimination. 

6. The ILO has a broad constitutional obligation to address all forms of discrimination in the world of work, which inherently includes any grounds of discrimination as mentioned in paragraph 22 of the Office document. This mandate is forward-looking and adaptive, allowing the ILO to support constituents in eliminating discrimination based on SOGI through technical assistance provided upon request and with regard to national circumstances. Excluding SOGI or any other ground of discrimination would contradict this holistic approach, as the document notes that discrimination undermines human dignity and economic security for all.

7. The list of grounds for discrimination in ILO Convention No. 111, complemented by Recommendation 111, is not exhaustive. Convention No. 111 was adopted in 1958 and enables Member States to bring additional grounds, besides the seven grounds listed in the instrument, within the definition of discrimination. Each country has a sovereign right to add these grounds to their laws and practice and many Member States have done this, which is confirmed by the paper. And each country should be entitled to ask the Office to implement activities aiming at fighting against discrimination on any additional ground determined at national level, according to art. 1 (1) (b) of ILO Convention No.111, after consultation with employers and workers’ organizations. 

8. The European Union’s broad framework of legislation and enforcement mechanisms aims to address and prevent both direct and indirect discrimination with a view to guaranteeing equal treatment in employment. EU Directives prohibit discrimination based on racial and ethnic origin in various areas of life, and ban discrimination in employment based on religion and belief, disability, age and sexual orientation. A report on their application will be published in spring 2026. 

9. The 2023 Pay Transparency Directive aims at strengthening the principle of equal pay for equal work or work of equal value between men and women through pay transparency measures and enforcement mechanisms. The EU further supports workers in achieving a better work-life balance, by prohibiting discrimination or dismissal on the grounds of pregnancy, maternity, or the use of family-related leave and flexible working arrangements. These efforts combat structural barriers like stereotypes based on personal characteristics, fostering innovation and productivity through proactive measures and social dialogue.

10. As stated in EU Council Conclusions of 27 January 2025, I quote: “The EU will continue to strongly oppose and step up action to combat all forms of discrimination, with specific attention to multiple and intersecting forms of discrimination, including on grounds of sex, race, ethnic or social origin, religion or belief, political or any other opinion, disability, age, sexual orientation and gender identity” end of quote.

11. In conclusion, the ILO is uniquely positioned and needs to further strengthen its action to address non-discrimination, which is one of the fundamental principles and rights at work, through a comprehensive approach involving both normative and non-normative measures to provide coherence to national frameworks, including access to justice and tackling structural barriers as well as strengthening social partners’ role and social dialogue. Inclusive labour markets are a prerequisite when promoting more fair, sustainable, inclusive and productive societies. We would like to ask the Office to continue doing research, collecting evidences and facilitating analysis to support constituents.

12. We will continue to support the ILO’s work to protect all persons from discrimination in the world of work. Divergent views present opportunities for dialogue, turning them into consensus for resilient labour markets.

Thank you, Chair.

[1]North Macedonia, Montenegro, Serbia and Albania continue to be part of the Stabilisation and Association Process